Description
WARNING: This role is not a typical recruiting position.
Crossover seeks a college recruiter to identify and secure the next 50 Alpha AI Engineer Interns: top-tier undergraduates from Stanford and MIT, prepared to dedicate their summer to building with generative AI. Your mission? Complete that cohort. Quickly.
You will manage the full recruitment cycle: relationship development, event coordination, large-scale outreach, and candidate conversion. You must operate with startup agility, think with a talent scout's instinct, and deliver with a sales leader's precision. This is not about networking dinners or branded giveaways. It's about outcomes: 50 students, summer 2026, Austin, TX. You will have complete support — independence, funding, defined objectives — and full accountability.
This position suits someone who excels under challenge, takes ownership of results, and knows precisely how to identify and secure elite CS talent.
Core details:
- $75,000 annual salary + complete travel reimbursement
- Full-time role with comprehensive benefits
- US-based (with frequent travel to MIT and Stanford)
You may be an excellent fit if you:
- Project infectious enthusiasm that captures attention — and drives student attendance
- Approach logistics as a strategic challenge and enjoy perfecting every component
- Remain composed under pressure and adapt smoothly when circumstances change suddenly
- Understand how to command a space, advance a pipeline, and pursue ambitious targets
- Enjoy the rhythm of campus environments and the work of converting curiosity into commitment
- Excel in constant travel — prepared to move, schedule dense, consistently proactive
If you graduated from Stanford or MIT — or understand how to succeed on those campuses — this represents the most impactful recruiting opportunity available.
What you will be doing
- Developing and overseeing a high-yield recruitment pipeline of Stanford and MIT CS/ML students from first contact through accepted offers
- Managing all operational aspects of on-campus recruiting activities — including venue bookings, catering coordination, and materials production
- Making regular trips to MIT and Stanford to conduct live presentations, information sessions, and dynamic engagement opportunities with students and faculty
- Executing a structured, data-focused initiative: tracking outreach scale, event participation, assessment progression, and final enrollment rates
- Serving as the primary representative of the Alpha AI Engineer internship program on campus — accessible, efficient, and trustworthy
What you will NOT be doing
- Depending on employer branding or HR support to generate interest — you control the entire process, beginning to end
- Visiting campuses sporadically or conducting "low-intensity" recruitment — this demands comprehensive, consistent effort each week
- Delegating logistics execution to a support team — you will reserve spaces, arrange shipments, and manage vendors directly
- Maintaining standard business hours — critical activities occur when students are available: evenings, weekends, exam periods
Key responsibilities
Assemble a complete, exceptional Alpha AI Engineer internship cohort (50+ accepted candidates) from Stanford and MIT by May 2026 via targeted outreach, campus programming, and systematic application funnel oversight.
Candidate requirements
- 1+ years of experience in college recruitment, admissions operations, or event-driven outreach
- Documented track record in high-volume engagement and student mobilization
- Confirmed capability to independently coordinate multifaceted event logistics
- Strong communicator, meticulously organized, highly autonomous
- Located in the US with capacity for regular travel to Stanford and MIT
Nice to have
- Degree from Stanford or MIT
- Prior experience recruiting for CS/ML or comparable technical talent pools
- Professional history in sales, campaign management, or startup operations
Applying for a role? Here’s what to expect.
Crossover's skill assessment process combines innovative AI power with decades of human research, to take the guesswork, human bias, and pointless filters out of recruiting high-performing teams.
Chat-style screening interview.
Cognitive aptitude test.
Prove real-world job skills.
Interview with the hiring manager.
Accept Job Offer.
Pass proctored test.
Frequently asked questions
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The Olympics of work
It’s super hard to qualify—extreme quality standards ensure every single team member is at the top of their game.
Premium pay for premium talent
Over 50% of new hires double or triple their previous pay. Why? Because that’s what the best person in the world is worth.
Shortlist by skills, not bias
We don’t care where you went to school, what color your hair is, or whether we can pronounce your name. Just prove you’ve got the skills.
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